What three ways can selection interviews be classified What are the resulting types of interviews?

There are three types of interviews that managers use in the work setting, selection, appraisal, and exit interviews. The appraisal interview is a discussion following the performance appraisal. It is a conversation between the supervisor and the employee where they discuss the ratings and any actions that need to be taken. Then there is the exit interview when a employee leaves a company. This is done to find out why they are leaving and if the company may have some underlying issues managers or supervisors may not be aware of. Selection interviews are classified according to how they how structured they are, their content, basically the type questions they contain and how the firm administers the interviews. In an unstructured or nondirective interview the manager's questions have no set format. This type interview allows the interviewer to ask follow-up questions that may come to mind as the job candidate answers questions. There may be a few questions that are the same but the interviewers have options to deviate from a scripted interview. In a structured interview the employer specifies the questions in advance and in some cases there is a rating system or points system for the answer given. This is how the U.S. government interviews are held, every applicant gets the same questions and have allotted amount of time to answer the questions. The structured interview is standardized and increases consistency across all candidates. In a situational interview candidates are asked what their behavior would be, given a particular situation. This is done to assess specific skills during situations that may arise during the performance of the job. Candidates are given a hypothetical situation or problem. They are asked how they would handle it or to describe a potential solution. For example; how would you as a supervisor handle a situation that an employee is taking longer than one hour lunch breaks when only authorized one hour? The candidate would then be given the opportunity to respond. This type of interview can be used to select candidates for jobs such as customer service, manager's, and supervisor. During the situational interview the questions are hypothetical situations but during a behavioral interview the questions are asked for the candidate to reflex on past experience. The interviewers ask the candidate for previous behavior on how they handled a situation; this helps the interviewer to indicate their future performance. Depending on the open position and the candidate may be asked to describe a situation that required problem solving skills, adaptability, or conflict resolution. The interviewer wants to know how the candidate handled these types of situations. In a job- related interview the interviewer tries to deduce what a job candidate on the job performance will be based on answers to questions about relevant past experiences. The questions are not hypothetical or actual situations or scenariOS. The aim is to draw conclusions about the candidate's ability to handle aspects of the job to be filled. A stress interview is generally intended to put the candidate under stress and assess their reactions under pressure or in difficult situations. The candidate may be asked rude questions, ask about past job and why they left. The candidate may face long silences or cold stares. The interviewer may openly challenge the interviewee's beliefs or judgment. They may ask the candidate to perform an impossible task. Insults, rudeness and miscommunication are very common. All of this is supposed to be designed to see whether or not the candidate has what it takes to withstand the job stress and to cull out those that are sensitive to stressful situation. Dessler, D (2008) Human Resource Management, (11th Ed) Pearson Prentice Hall